Metrics go a long way in evaluating performances at the workplace. Similarly, evaluating metrics of employee wellness programs has become essential to ensure they are on the right track. The right metrics give an insight into the strategic possibilities and loopholes that influence the business and wellness goals.

In recent times, many organizations are looking into the broader environmental, social, and governance factors and reliable metrics to evaluate the company’s employee wellness programs. However, there are very few indicators that can be dependable indicators of workplace programs and their efficiency.

According to a 2020 Deloitte Global Human Capital Trends study, almost 61% of the respondents said that their company was not measuring the impact of employee wellbeing on their organizational productivity. However, the pandemic has made people realize the importance of work-life balance and prioritize health and wellbeing.

The outcomes of the 2021 Global Human Capital Trends survey showed that improving workplace wellbeing and worker health was the third-top priority for employees. However, it was the second-to-last on the corporate agenda for the executives. This difference was because companies do not have precise metrics to track and evaluate the impact of workplace wellness programs and other insights.

A study published by the Pew Research Center showed that almost 2.5% of workers quit their jobs each month between January and March 2022, a rise from 2.3% in 2021. Of the different reasons, the top 3 that coerced them to quit their jobs in 2021 were –

• Low pay
• Lack of occupational growth opportunities
• Feeling disrespected

Deloitte and Workplace Intelligence surveyed 2,100 employees and C-level executives, of which 70% of C-suite executives and 60% of employees were seriously considering quitting and shifting to an organization that supports their wellbeing.

The study came up with many other insights regarding the health and wellbeing of the employees and executives –

• 42% of employees and 41% of executives were stressed
• 43% of employees and 36% of executives were exhausted
• 23% of employees and 26% of executives were depressed
• Almost 73% of executives and 63% of employees did not allow them to have a work-life balance, and it affected their wellbeing.

• Only half of the employees and two-thirds of the executives used their vacation time and took care of their personal health, slept well, and spent enough time with their family and friends.
• While 89% of the executives felt their workforce was thriving in the physical health aspect, only 65% of the employees agreed their physical health was good or excellent.
• 35% of the executives encouraged their employees to take some time off from work. However, only 29% actually followed it themselves.
• While 89% of the executives felt their workforce was thriving in the physical health aspect, only 65% of the employees agreed their physical health was good or excellent.
• 35% of the executives encouraged their employees to take some time off from work. However, only 29% actually followed it themselves.
• Although 95% of the C-Suiters said they should be responsible towards their workforce’s health and wellness, 68% agreed they were not doing enough to safeguard their employee’s health and wellbeing.

Studies show that embracing employee wellness and making it a top priority in the corporate agenda can bring many benefits to the organization. When executives prioritize employee wellness, they turn into purpose-driven leaders, and in the process, prioritize their own health and wellbeing too.

With the right insights and metrics about employee wellness programs, organizations can make better decisions about investing their wellness dollars in the right features and modules that can reinforce workplace wellbeing and employee engagement. Also, it reduces healthcare costs and improves workplace culture, reflecting better business growth.